Aaron Brown's Location
Raleigh-Durham-Chapel Hill Area, United States, United States
Aaron Brown's Contact Details
Aaron Brown work email
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Aaron Brown personal email
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About Aaron Brown
Global Talent Acquisition thought leader with 20 years of experience designing and implementing innovative solutions for the recruitment functions across multiple industries including software development, IT, healthcare, aerospace/defense, financial systems, and pharmaceutical. I’ve leveraged my Engineer roots, and passion for process improvement, to become a “fix-it” specialist who has a successful track record of creating structure out of chaos. My goals are to coach and mentor the next generation of recruiters with the knowledge I’ve accumulated over my career, while reimagining the TA function to develop capabilities that deliver much more than just filling open reqs. I’ve embraced technology as an enabler to a more efficient recruiting process, created awesome candidate user experiences, assured that people with disabilities, veterans, and those who are underrepresented have fair and equal job opportunities, and architected scalable solutions which deliver results that align with the company goals and objectives.Specialties: Hiring forecasts, long-range staffing outlooks, strategic support of the capture and proposal processes, skill gap analysis, staffing maturity models, staffing process design, performance metrics, recruiting/sourcing plans, executive recruiting, competitive marketplace intelligence & benchmarking, new employee orientation, employee referral programs, temporary labor, employment branding, interview training, staffing system assessments, and employment labor law.
Aaron Brown's Current Company Details
Global Talent Acquisition Thought Leader
Aaron Brown Work Experience Details
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Senior Talent Acquisition ManagerAvidex 2022 - Dec 2022Cary, North Carolina, Us• Increased annual hire productivity by 35% Y/Y• Implemented process improvement imperatives including an OFCCP/VEVRAA compliance solution; prioritization on Fill Now (Business Critical Hire and/or Revenue-Generating), Fill Next (Strategic Hire), and Fill Never (Talent Pipeline) vacancies; Recruitment Strategy Meetings to kick-off the hire workstream; adopting programmatic advertising campaigns to improve the quantity and quality of applicant flow; activation of an internal job board and Hot Jobs list; conducting in-depth compensation analyses of the workforce to ensure that offers are both internal and market equitable; embedding HR into the interview and selection stages; conducting a weekly Go/No-Go decision meeting with all key stakeholders to ensure readiness of future starts; facilitating interview training sessions for hiring managers; and optimizing the Paylocity Recruiting ATS thus enabling the company to make data-driven talent decisions• Began transitioning Talent Acquisition to a Talent Management organization strategically focused on [9 Box-based] Talent Reviews, Succession Planning, Organizational Effectiveness, Performance Reviews, and a Hi-Po Program that support Avidex’s long-range business plan to double its size in 3-5 years -
Vice President Of Talent AcquisitionGenesis 2020 - 2022Kennett Square, Pa, Us• Executive leader of a decentralized recruiting function, including direct oversight of a national team of 45 high-performance TA consultants, who cumulatively hired 14600 employees into direct care roles (CNAs, LPNs, and RNs) in the last 12 months at 230 post-acute SNFs (Skilled Nursing Facilities) and LTC (Long Term Care) centers across the United States• Spearheaded the TAD-R (Talent Acquisition Department-Reimagined) initiative which redesigned the Priority Cycle recruiting model, adopted Agile principles to improve TTF (Time-to-Fill), flattened the TAD individual contributor:manager ratio from 4:1 to 10:1, restructured the recruiter compensation plan and KPIs (Key Performance Indicators), and optimized the recruiting tech stack (Recruitics, CareerArc, Jibe/iCIMS, Arena Analytics, Indeed, and DirectEmployers) anchored by ADP RM• Designed and implemented a plan to “double-down” on Genesis’ investment in a foreign nurse program -
Vice President, Talent AcquisitionKinesso 2019 - 2020New York, Ny, Us• Completely rebuilt the recruiting team for IPG’s AdTech businesses while achieving a hiring pace that filled 230 openings in CY19 for addressable activation (programmatic), campaign management, engineering, product, and analytics roles • Delivered a highly interactive interview training module, a neurodiversity internship recruiting program, hiring plans to support a 30% annual growth rate, and analyzed historical hiring trends to determine Kinesso’s top 20 talent pipelines• Expanded sourcing channels to improve diversity outreach while also decreasing TTF by 35 percent • United States representative on the Avature ATS implementation team -
Director, Global Talent AcquisitionAllscripts 2016 - 2019Chicago, Il, Us• Strategic thought leader for a 40-person global recruiting organization who hired software development, managed services, professional services, remote hosting, and corporate roles in the United States, India, Canada, United Kingdom, Israel, Australia, and Singapore• Exceeded goals with two consecutive years of double-digit improvement by decreasing CY17 TTF by 13% 75 to 65 days, followed by a 17% decrease in CY18 to 54 days, while recruiting accelerated 72% in CY18 from 1414 to 2440 hires• Achieved $3100 Cost-Per-Hire (CPH) against a $4120 industry benchmark, a 20% referral rate, and a 30% internal fill rate• Successfully integrated the recruiting operations of six businesses that were acquired during CY17-18• Introduced a scalable India recruitment model in CY16 augmented with a Recruitment Process Outsourcing (RPO) solution• Executive sponsor of Allscripts’ Temporary Labor Program that was outsourced to Managed Service Provider (MSP) TAPFIN• Presented Allscripts’ recruiting solution to Singapore’s Ministry of Health (MOH) and Integrated Health Information Systems Pte Ltd (IHiS) as part of a $300M Electronic Medical Records (EMR) deal -
Lead Resourcing PartnerRandstad Sourceright 2015 - 2015• Led Barclays’ 8-person Operations, Technology & Functions (OTF) resourcing team in the United Kingdom (Cardiff, Kirkby/Liverpool, Northampton, and Teesside) who delivered permanent and contingent recruiting across Barclaycard Operations, and generated over 1000 hires annually• Implemented strategic initiatives across Barclaycard Operations such as the Global Hiring Framework, Authority-To-Recruit (ATR), Management Intelligence (MI), and increasing gender diversity• Performed an in-depth gap analysis of all US end-to-end recruitment processes as a prerequisite to rolling out a “core,” or global, workflow associated with a new RPO/MSP operating model
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Project Manager / Director Of Talent Acquisition OperationsFuturestep, A Korn Ferry Company 2014 - 2015Los Angeles, Ca, Us• Futurestep’s Project Manager to Novartis’ US General Medicines (US GenMeds) business with total P&L responsibility for a first-generation RPO and Project engagement generating annual revenue of $3.8M• Led a 28-person team consisting of onsite, remote, and offshore resources; full-life-cycle recruitment of all sales, patient services, medical, and corporate positions• Critical deliverables included revenue/expense forecasting, invoicing, pricing, strategic sourcing plans, workforce planning, risk assessment, procedural compliance, service level agreements, and quarterly business reviews -
Vice President Of Talent DeliveryYoh, A Day & Zimmermann Company 2013 - 2014Philadelphia, Pa, Us• Changed Yoh’s Talent Delivery organization into a shared services function anchored by three fulfillment teams, aligned by job category (engineering & manufacturing, technology, and scientific & clinical), who delivered a blended recruiting solution to Managed Services and National Accounts• Grew annual “recruited” revenue to over $155M while managing a $5.2M budget and 55 FTE’s including offshore resources• FY13 production included 16293 submittals, 3511 interviews, 1280 placements and an average hourly bill rate of $45.37 (MS) and $40.67 (NA); and achieved 1.4 starts/producer-per-week and a 14.9% order fill rate -
Vice President, Talent AcquisitionWellcare 2011 - 2011Tampa, Florida, Us• Implemented an RPO solution to augment inhouse recruiting support during WellCare’s expansion of its Medicaid offering into Kentucky, Louisiana and Texas, which demanded 800+ hires in 8 months• Planned for 1400 projected hires in CY11 with a $1.9M annual budget and 14 FTE’s -
Vice President Of RecruitingSungard 2007 - 2011Wayne, Pa, Us• Change agent who partnered with business leaders to transform a decentralized SunGard Financial Systems’ (FS) hiring function into an Americas shared services recruiting model by optimizing solutions that emerged from a Six-Sigma Value Stream Mapping (VSM) exercise intended to significantly streamline FS’ recruiting workstreams• Consolidated five recruiting systems into a single Peopleclick ATS in the Americas, and then expanded the ATS platform globally to the United Kingdom, Continental Europe, Asia Pacific, and India• Span-of-control included a team of 25 professionals, and an annual operating budget of $1.9M to $3.6M• Reduced FS’ CPH by 35% to $4790 by decreasing reliance on search agencies to less than 2% of FS’ 958 hires in CY10, which saved the company $17M annually in placement fees• Co-led an RFP which selected an MSP solution for SunGard’s contingent workforce -
Director Of Recruiting, Global Outsourcing And Infrastructure Services (Gois)Unisys 2005 - 2007Blue Bell, Pennsylvania, Us• Led a 20-person remote recruiting team who hired 4297 people in CY05 for Global Outsourcing and Infrastructure Services (GOIS) • Conducted C-suite searches, and was the Project Manager for the GOIS North America Sales and GOIS Continental Europe Staffing for Growth recruiting campaigns • Key member of the selection committees who outsourced US Band 1 (non-exempt) and Band 2 (first-level exempt) recruiting to an RPO partner, and engaged an MSP for Unisys’ commercial contingent workforce• Served on the PeopleSoft Recruiting Solutions 8.9 configuration team which replaced BrassRing -
Senior Manager, Human ResourcesLockheed Martin 2002 - 2005Bethesda, Md, Us• Led the 22-employee HR Programs organization, including a $7M annual budget, which was comprised of Staffing Programs, Future Talent Programs, New Employee Management (NEM), Medical Services, Temporary Labor, the Transition Services Center, and Work/Life Programs• Staffing Programs hired 7385 new employees and transfers during CY02-04, the majority of which required critical hard-to-find systems and software engineering skills with intelligence community security clearances -
Managing DirectorTwc Group 1999 - 2001• Solution Architect of 40+ staffing plans for new clients, which focused on emerging growth start-ups, including DHL, eResearch Technologies, HealthAxis, Sarnoff Labs, savaJe, Systems Management ARTS, TMX Interactive, and TruePosition
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Staffing ManagerLockheed Martin 1989 - 1999Bethesda, Md, Us• Recipient of the Lockheed Martin NOVA Award for the Washington Metropolitan Area (WMA) Regional Recruiting Center (RRC) prototype which became a corporate best practice after the concept-of-operations proved reduced costs, improved quality of candidates, decreased time-to-hire, and increased customer satisfaction• Chaired an Information & Services Sector Staffing Task Force which was chartered to implement the best practices from 18 business units who had forecasted 12000 experienced professional hires in CY98, including 3000 college hires• Led hiring for several major contract wins including the 500-person DoE Hanford IRM (Information Resource Management) program in Richland, WA; the USAF’s Network Support Program (NSP); the 400-person Environmental Protection Agency-ADP/Telecommunications Support Services and Facilities Management contract; and the NASA Jet Propulsion Laboratory (JPL) Technical Support Effort Personnel (TSEP) program
Aaron Brown Skills
Talent Acquisition
Executive Search
Sourcing
Applicant Tracking Systems
Technical Recruiting
Employer Branding
Hiring
Internet Recruiting
Vendor Management
Workforce Planning
College Recruiting
Process Improvement
Coaching
Change Management
Employment Law
Interviewing
Hr Policies
University Relations
Social Media
Hr Strategy
Recruitment Process Outsourcing Selection And Implementation
Performance Metrics
Background Checks
Recruitment Operations
Employee Referral Programs
Ofccp
Full Cycle Recruiting
Global Recruitment
New Employee Orientation
Recruitment/retention
Compliance
Managed Service Provider Selection And Implementation
Diversity Recruitment
Strategy
Recruiting
Human Resources
Leadership
Management
Temporary Placement
Outsourcing
Aaron Brown Education Details
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Drexel UniversityGeneral Studies With A Major In Business Administration -
New Hampshire Technical Institute (Nhti)Engineering With A Major In Mechanical Engineering Technology
Frequently Asked Questions about Aaron Brown
What is Aaron Brown's role at the current company?
Aaron Brown's current role is Global Talent Acquisition Thought Leader.
What is Aaron Brown's email address?
Aaron Brown's email address is a.****@****ast.net
What is Aaron Brown's direct phone number?
Aaron Brown's direct phone number is +185663*****
What schools did Aaron Brown attend?
Aaron Brown attended Drexel University, New Hampshire Technical Institute (Nhti).
What skills is Aaron Brown known for?
Aaron Brown has skills like Talent Acquisition, Executive Search, Sourcing, Applicant Tracking Systems, Technical Recruiting, Employer Branding, Hiring, Internet Recruiting, Vendor Management, Workforce Planning, College Recruiting, Process Improvement.
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